Entries for the ‘Job Seekers’ Category

The Protocall Group Announces New Office in Newtown Square, PA

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NewOffice_NewtownSq

 The Protocall Group Announces New Office in Newtown Square, PA

May 2017

 

Newtown Square, PA – The Protocall Group, a regional recruitment and staffing company, is growing by leaps and bounds. The company is excited to announce the opening of a new full-service office to better serve our customers and employees in the Delaware County region. The Protocall Group’s Healthcare Division officially opened a new office on April 28, 2017 at 3415 West Chester Pike – Suite 104, Newtown Square, PA, 19073.

 

Two of The Protocall Group’s most talented Staffing Supervisors, Jaymes Cannon and Desiree Blakemore, will be managing the new location to better service an array of customers from Mainline Health to other entities around the Newtown Square area. Both Jaymes and Desiree will be working closely with our partners to ensure the quality service that The Protocall Group has reliably provided for over 50 years will not be affected by this exciting new move. Jaymes and Desiree can be reached in the new Newtown Square office at 610.356.4340.

 

Protocall Healthcare is certified by The Joint Commission for providing quality healthcare staffing professionals to hospitals, physician group practices and healthcare facilities. The healthcare staffing services certification process provides a comprehensive evaluation of key functional areas such as processes for verifying the credentials and competencies of provided healthcare staff. The Joint Commission Staffing Certification requirements ensure that a healthcare facility’s HR Accreditation Requirements of Infection Control, Cultural Diversity, National Patient Safety Goals, Licensure Verification, Education and Training, Assessing and Reassessing Competency and Clinical Background Checks are met. The Joint Commission standards and emphasis on clinical practice guidelines require consistency in our approach to care, and ensures continuous compliance to standards and performance improvements, thus reducing the risk factor.

 

The Protocall Group has been providing temporary, temp-to-hire, direct hire and contract staffing solutions to employers throughout the South Jersey and Philadelphia Metro region since 1965. Specializing in the Healthcare, Industrial and Office and Professional industries for over 50 years, the Protocall Group team prides itself in their willingness to go the extra mile, and always making sure to answer the call for their customers and employees. For more information about The Protocall Group and its services, please visit them online at www.protocallgroup.com.

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For more information, please contact Laura Gomez at lgomez@protocallgroup.com

Ramifications to Consider as a Result of a Reduction in Force

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Protocall_Staffing

 

May 2017
Ramifications to Consider as a Result of a Reduction in Force
By Strategic Human Resources, Inc.

Question:

As a result of a Reduction in Force (RIF), we have had to reassign certain tasks to other remaining employees.  What are some ramifications I need to be aware of as a result of doing so?  (i.e. review job descriptions, exempt/non-exempt status, etc.)

Answer:

A Reduction in Force is not pleasant, but is sometimes necessary to keep the business running in a positive way. The RIF not only affects the person being released from their job, but also the remaining employees who may have an impact on their job duties as well.

According to the Society for Human Resource Management (SHRM), the definition of a RIF “occurs when changing priorities, budgetary constraints, or other business conditions requires a company to abolish positions. A RIF can also occur when a position changes so significantly that the employee is no longer able to perform that required duty.”

If an organization is contemplating a RIF or a layoff, there are several factors to take into consideration such as reviewing state and federal statutes including the Worker Adjustment and Retraining Notification Act (WARN), the Employee Retirement Income Security Act (ERISA), the Age Discrimination in Employment Act (ADEA), and the Older Workers Benefit Protection Act (OWBPA).

When considering a RIF follow these basic compliance steps:

  1.   Select the employees for the layoff

  2.   Avoid adverse/disparate impact

  3.   Review federal and state WARN regulations to stay compliant

  4.   Review OWBPA regulations for compliance (for employees age 40 and over)

  5.   Determine severance package and additional services (if any)

  6.   Prepare for the layoff meetings

  7.   Inform remaining workforce of the layoffs

The key is to be prepared with what you are going to say to the employee and review the necessary documents to be sure you are compliant. The next consideration is to have a plan about who will absorb the terminated person’s job tasks. Consider cross training employees on job tasks to be ready for these unforeseen times and to have coverage in the absence of employees when out of the office for personal reasons.

Be prepared with a plan and look at the strengths and weaknesses of your team so you are not caught off guard!

 


Strategic Human Resources Inc., is a national full-service HR management firm based in Cincinnati, Ohio. Our president and founder, Robin Throckmorton, can be reached at Robin@strategichrinc.com.

Creative Ways to Welcome a New Hire

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Protocall_Staffing

April 2017
Creative Ways to Welcome a New Hire
By Amanda Groves

Starting a new job can be a pretty stressful experience. You want it to go smoothly so that your new hire feels happy and welcomed, and settles into the position as quickly as possible. While onboarding can be an effective way of achieving this, it won’t work well if it’s boring or regimented. Let’s look beyond the usual checklists and documentation, training, and tours, to find other, more creative things you can do to help employees adjust to their new work environment successfully.

Get the timing right

A busy Monday morning isn’t always the best time to introduce a new hire to their colleagues. Consider starting them later in the week, or, if possible, on a Friday when everyone is more relaxed and can bond more easily. If there’s a team outing or night out planned, you could always invite the person to come along before they start on their first day. Informal meetings are great for getting to know people. Plus, being able to then walk into a new working environment and see a few familiar faces can be very reassuring.

Use the buddy system

There is always a lot to take in when you’re starting a new job, so pair your new hire with a buddy or mentor. Typically the buddy should be a more experienced staff member who doesn’t have a managerial relationship with your new employee. A buddy will be able to answer questions, provide support, and help establish rapport with other staff members. Remember, everyone needs a friend at work, even if it’s just to ask where the best places are to get lunch.

Set up their workspace

This isn’t just about making sure the new person has everything they might need to perform their job. Think outside the box to make them feel really welcome. That might mean creating a welcome pack that’s filled with items branded with the company logo. Everyone likes presents and with a little attention to detail you can make your new hire feel special and like they’re a valued part of the team.

Establish a tradition

Maybe it’s bringing in coffee and donuts every time someone new starts, or the team all going out for lunch together to a favorite spot. Food and conversation helps break down barriers and offers everyone a social break away from their work. If your company has happy hour, invite the new person along for a drink in their honor.

Give them something to do

If the day isn’t filled with training and onboarding activities, give your new hire some small tasks related to their role to get them started. The first day can leave new employees feeling that they haven’t achieved very much, so giving them work to do will ease them into the job. That way they can leave with a sense of accomplishment and with an eye toward what they will be working on next.

End the day with a chat

Before they leave for the day, ask new hires how they’re making out. How was their first day? Do they have any questions or concerns? Briefly outline what they can expect to be doing in the next week so they know what to expect or look forward to. Thanking them for coming on board and reassuring them that the first day can be a little overwhelming can go a long way toward making people feel comfortable and positive about their new role.

There are plenty of small, thoughtful things that can be easily integrated into the more formal aspects of the onboarding process to help make starting a new job smooth and easy.


 

Amanda Groves is the marketing manager at Jazz (www.jazzhr.com), the first performance recruiting platform. Jazz is on a mission to make recruiting and hiring easy, effective, and scalable no matter what growth looks like at your company. The Jazz Performer Platform doesn’t just help your company grow, it can help your recruiting process grow up, putting you on the path to hiring “Performers Only.”

Searching for a Job in a Competitive Market

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rvlsoft/Bigstock.com

rvlsoft/Bigstock.com

With the job market more competitive than ever; searching for a new job can be completely overwhelming. This is why it’s essential for you to take advantage of some of the job-seeking tools available to you such as LinkedIn and your local recruiting firm. Used correctly, these tools can be extremely useful when  searching for your dream job.

LinkedIn

This is a professional social networking site. LinkedIn is currently the most powerful and effective site for networking. Networking no longer has to take place in-person. With LinkedIn you can build professional relationships with just a few keystrokes. You can connect with other professionals in your related field/industry or even reconnect with old colleagues. Also, you can follow different companies that you might be interested in working for. LinkedIn can help you stay up-to-date with what is going on in that organization and even what internal jobs are open.

LinkedIn is also a great for recruiters and employers to find out more about you. LinkedIn allows you to put your work experience, organizations you are involved in and any educational experiences/certifications. Recruiters frequently use LinkedIn as a way to stay up-to-date with potential candidates’ skills and qualifications. Just make sure you update your profile regularly to include your most recent experience!

Recruiting/Staffing Firms

Working with a recruiter is like working with a matchmaker. They make sure you are a perfect match for that organization. When it comes to the hiring process, recruiters can help you stand out among other applicants by highlighting your achievements and qualifications to the company’s hiring manager. It’s important to remember that today is a competitive job market and it moves quickly. Do not assume recruiters will have a job for you in that exact moment. It takes a few weeks to find a “perfect fit”. Finally, the key is to keep the recruiter up-to-date on your current qualifications and skills.

 

It’s Environmental Service Week! Thank You Protocall Group EVS Employees

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The Protocall Group’s healthcare staffing division, along with The Association for the Healthcare Environment (AHE) of the American Hospital Association (AHA), is celebrating National Environmental Services and Housekeeping Week this week September 11-17, 2016.

As an employer of Environmental Services (EVS) technicians in positions throughout South Jersey and Greater Philadelphia, The Protocall Group would like to thank each and every one of our valued staff for their dedication, professionalism and adhering to Joint Commission quality standards each and every day.

We thank you all and would like to recognize:

Carl Beaty, Anthony Bonet, Lauren Brown, Candace Calloway, Theresa Daniles, Kelvin Fleming, John Green, Arlita Hurst, Honest Kamara, Amy Lewis, Mardro McBurrows, Rodney McCaskill, Eugene Mcmillion, John Perry, Karl Rainey, Jeffrey Sansbury, Tatyana Simmons, Kevin Sims, Jonathan Smalls, Kadeem Steplight, Aaliyah Thomas, Burt Thomas, Dimitri Tolliver, Najee Underwood, Harold Williams and Dayana Young.

The environmental service worker maintains environmental and infection control standards within established policies and procedures of the healthcare facility they are assigned to. They perform a variety of general cleaning tasks to maintain patient rooms, offices, hallways and other assigned areas of the facility. They also distribute and track clean linens to user departments and maintain stock levels on nursing floors. The position follows standard practices and procedures and complies with regulatory requirements. However, as a Joint Commission Certified Healthcare Staffing Firm, our EVS employees adhere to the highest industry standards as put forth by our own reputation as well as The Joint Commission.

Zach Fazio, Vice-President of Healthcare Operations, states, “Our EVS employees are valued and they make a difference each and every day to assure that everyone that steps foot in a healthcare facility that we staff, can be assured of the highest quality of cleanliness and infection prevention.”

Click here to learn more about Environmental Services and Housekeeping Week.

 

The Protocall Group is a Joint Commission Certified Healthcare Staffing firm and a provider of nursing, allied health and environmental health services professionals. Doing business with a Joint Commission Certified Healthcare Staffing Company, ensures:

A Greater Level of Confidence… You can trust that the processes Protocall incorporates have met the rigorous requirements set forth by The Joint Commission.

Third Party Source of Information… Demonstrates our staffing firm’s commitment to providing quality services as measured against national third-party standards.

Highest Standards of Quality and Safety… Ensures that Protocall has met Joint Commission human resource standards for all placed clinical staff.

Labor Day – The History and Meaning Behind this National Holiday

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Bigstock/LoveGraphic

Bigstock/LoveGraphic

Labor Day, the first Monday of September, is typically associated with the end of the summer season, one last long weekend for BBQ’s.  But do you know what this national holiday actually means or know the history behind this celebration?

Labor Day was created by the labor movement in the late 19th century.  It began as an parade in New York City organized by union leaders.  At first the leaders worried that workers were hesitant to forego a day’s pay to participate in the rally, but over 10,000 people had taken part in the rally and festivities. 

Holding annual festivities to celebrate workers spread across the country.  However, Labor Day didn’t become a national holiday until a decade later. In 1887, Oregon was the first state to declare it a holiday, followed by New York, Massachusetts and Colorado.  In 1896, President Grover Cleveland declared the first Monday in September a national holiday.

Why a Monday?  One of the most influential labor unions was the Knights of Labor which is located in New York. The union leaders wanted the first demonstration to coincide with their annual conference which took place in early September.  The first Monday of September stuck after the third annual New York City Labor Day was scheduled on this day in 1884.

Did you know that there is a Labor Day and a May Day (International Workers’ Day)?  Both days are celebrated, but Labor Day is the official national holiday and May Day is unofficially celebrated on May 1.  International Workers’ Day arose out of what began as a peaceful demonstration in Chicago by protesters demanding an 8-hour work day. The demonstration turned violent when someone threw a bomb at the police killing one police officer and wounding several others. The police then began to fire into the crowd killing an undetermined number of people. This incident is known as the Haymarket Affair.  This event caused a crack down on labor groups.  Due to the violence associated with this day, President Grover Cleveland chose the September date to honor the American worker when declaring the national holiday.

Labor Day does have quite a storied past, therefore it is not just ANY day off from work. It is a day to honor the social and economic achievements of American workers. It is a tribute to the contributions workers have made to the strength, prosperity and well-being of our country.  

Why is it important to know the history of Labor Day?  Sometimes, we just need a reminder of the benefits and rights that our fellow Americans fought for in the past for us and for future generations.  As a staffing company in the business of workers for 50 years, we feel this is of great importance!

Happy Labor Day!

Politics in the Workplace – Brace Yourself!

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This year is moving right along as we make our way towards the Fall season!  While kids and teachers prepare to return back to school, others are trying to get in the last days of summer vacations or lining up a job as some make plans to return to the workforce after raising children.

Along with the approach of the Fall months, comes the reality of continued exposure to more politics as the months start to tick by for the November 8th presidential election.

Check out an article in Labor & Industrial Insights Magazine, which examines how to best handle rising political debates, as we grow closer to what promises to be a heated presidential election. In this article, by Dean Lombardo, he discusses the guidance that HR departments can offer their management teams and employees toward keeping the peace during the inevitable political discussions in both a physical and remote workplace setting.

In addition to any policies your organization may have in its employee handbook, it’s important for HR professionals, executives, managers and employees to remember five important guidelines:

  • Know the law
  • Set the tone and be respectful
  • Balance free expression with productivity
  • Use even-handed enforcement
  • Allow the HR department to resolve any issues

What’s the Difference Between a Curriculum Vitae and a Resume?

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Bigstock/BarnieBoogles

Bigstock/BarnieBoogles

You’re in the midst of a job search.   You have a résumé, but you have heard this term Curriculum Vitae (CV) and you wonder if you need a CV instead of or in combination with your résumé.  Information on these two documents, as detailed by the Co-operative Education Program and Career Services Department of the University of Victoria, should help you understand the difference between them  and help you decide what you need for the type of work you are seeking.

A Curriculum Vitae (CV) is a more comprehensive document that details ALL  of your past education, experiences, and expertise, including public presentations, academic writing and professional development.  CVs are focused on academic work with an emphasis on research and teaching.   A curriculum vitae should be used when you want to highlight your background prior to a presentation, when you are applying for work and/or contracts in the academic field,  in advanced research, or in fine arts.

A Résumé summarizes your education, experiences and skills. It’s designed to introduce you to an employer and highlight your qualifications for a specific job or type of work.  A résumé should be used when applying for work, attending job/career fairs, applying for graduate programs, internships, scholarships and networking with potential employers.

Both are used to encourage an employer to consider you as an employee, a candidate for further study or the right fit for a contract, however, the key differences are:

  • CVs are focused on academic work with an emphasis on research and teaching while résumés are focused on non-academic work with an emphasis on related competencies (skills, knowledge and attributes).
  • CVs intend to deliver comprehensive information while résumés aim to summarize key information.
  • CVs are often long – containing anywhere from 5 to 20 pages.  Résumés are generally 1 to 2 pages at the most.

For tips on how to write a Curriculum Vitae (CV) see the following websites:

For tips on how to write a Resume see the following websites:

Job Seekers’ Resources for Finding and Getting the Perfect Job

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Bigstock/rowpixel.com

Bigstock/rowpixel.com

Everyone at some point in their lives finds themselves looking for a job or deciding on what career to choose.  Whether you are a recent college graduate, you have been laid off from your job, a mom trying to get back into the workforce or you are thinking about a career change, the job search journey can be frightening and overwhelming.

Have no fear, there are resources out there to help you navigate the road to a successful career, including registering with a staffing and recruitment agency such as The Protocall Group.

If you are not sure what career is right for you or will match your skill set, visit the Bureau of Labor Statistics website to gather some helpful information.

They have a variety of links to several areas of career exploration.  For example, they have a link to the Operational Outlook Handbook where you can read about the nature of the work, education and training requirements, advancement opportunities, employment, salary, and ten-year job outlook for hundreds of occupations.

The Bureau also provides:

Another helpful career planning website is CareerOneStop, the one stop source for career exploration, training and jobs.  This site provides several tabs for a variety of job seekers such as:

  • Career Changer
  • Veteran
  • Laid-off Worker
  • Entry-Level Worker
  • Older Worker
  • Worker with Disabilities

Once you have found the career path or the perfect job to fit your skill set, now you have to land that interview.  Here are two sites to help you with writing your CV and your resume.

Ultimate Guide To Building Your CV

How to Write A Resume

You can also visit The Protocall Group website Career Resources page, which provides helpful information on several career management topics such as:

  • Managing Your Career
  • Resume Writing Tips
  • Interviewing Tips
  • Social Media & Your Job Search
  • How to Maximize Your Job Hunt
  • On The Job Tips
  • Work-Life Balance
  • Personal Success
  • Personal Branding

Registering with a staffing agency, such as The Protocall Group, is free and once registered, a team of recruiters will work with you and help find you employment with their large database of client companies.  Many of these positions are direct hire or are on a temp-to-hire basis.

Whatever career journey you are on, these sites have a plethora of information and tips that will help you navigate your way to a satisfying position.  Good luck!

Is It Getting Hot in Here? How to Diffuse Office Turmoil

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BigStock - Wavebreak Media Ltd

BigStock – Wavebreak Media Ltd

Usually I run from office turmoil, unless I think I can fix the problem, then I seem attracted to it.  There is no middle ground with me.  However I do notice a pattern with office turmoil.

No one listens

Turmoil usually has an air of tension surrounding it. I notice when people are tense they have a tendency to not listen to the other person.

Most people just want to be heard. So stop talking over someone and listen to their point of view. You can usually find some common ground.

Territory

Many office issues seem to be “territorial” in nature. Someone does not want you in their business or they are too busy being in someone else’s business.

Find a way to help people understand what the bigger goal is. Then, suggest how their special business talents can contribute to that goal. This conversation can help set people back on track.

Feelings…nothing more than feelings

Feelings seem to have a lot to do with office turmoil. Who feels slighted, undervalued, isolated or overburdened. A person’s perception is their reality. It’s important to understand how the other person is interpreting the situation. Then you can talk about it honestly.

Check your attitude – This is the most important skill to possess

I try to surround myself with positive people.  If you are in a leadership role, it’s very important to promote and display a positive attitude. People tend to behave in ways that are tolerated. Negative attitudes should not be something a team tolerates. Those who are negative or gossipy need an audience. News flash…they LOVE turmoil!  If you are not willing to listen to gossip or negative talk, the offender eventually stops the negative behavior because they have no audience. Turmoil subsides. Ahhh it’s a beautiful thing…HARMONY IN THE WORKPLACE.